Instructions

ZOOM IN by clicking on the page. A slider will appear, allowing you to adjust your zoom level. Return to the original size by clicking on the page again.

MOVE the page around when zoomed in by dragging it.

ADJUST the zoom using the slider on the top right.

ZOOM OUT by clicking on the zoomed-in page.

SEARCH by entering text in the search field and click on "In This Issue" or "All Issues" to search the current issue or the archive of back issues
respectively.

PRINT by clicking on thumbnails to select pages, and then press the
print button.

SHARE this publication and page.

ROTATE PAGE allows you to turn pages 90 degrees clockwise or counterclockwise.Click on the page to return to the original orientation. To zoom in on a rotated page, return the page to its original orientation, zoom in, and
then rotate it again.

CONTENTS displays a table of sections with thumbnails and descriptions.

ALL PAGES displays thumbnails of every page in the issue. Click on
a page to jump.

24 • CLUBS AND PUBS MANAGER SUMMER 2015–2016
NEWS
Some of the key areas of concern to your organisation are
as follows:
MISLEADING STATEMENTS AND
DECEPTIVE COMMENTS POSTED ONLINE
Whether you are online or offline, you still need to adhere to
the regulations of the Australian Competition and Consumer
Commission (ACCC). Therefore, if you say that your service
or food is the best, you need to be able to back this claim
up online.
Be sure not to make any false or misleading claims as part
of your marketing and promotional activities. This includes
advertisements or statements using any media, including
print, radio, television, websites, and social media channels
like Facebook and Twitter. You can also be held responsible
for posts or public comments made by others on your
social media pages that are false or likely to mislead or
deceive consumers.
In 2011, a court case concluded that a company accepted
responsibility for fan posts and testimonials on its social
media pages when it knew about them, and decided not to
remove them.
LOSS AND DISCLOSURE OF
CONFIDENTIAL INFORMATION
LinkedIn and other social media sites allow individuals to
network and share personal and professional information
with the world; however, this also allows employees of a
company to upload their email address book to LinkedIn
and invite clients to connect. This may be a breach of
confidential information, as the employee is publicising their
organisation’s database. In addition, when an employee
exits an organisation, they are subsequently able to notify all
their connections of the move to a different organisation.
DISCRIMINATION
Section 7 of the Anti-Discrimination Act 1991 prohibits
discrimination on the basis of a variety of attributes, such as
sex, relationship status, age, race, et cetera.
Therefore, when it comes to social media requests, such
as friend requests on Facebook, it could be argued that
a manager refusing to accept a Facebook friend request
could amount to discrimination on the basis of one of the
attributes in section 7.
STAFF DISMISSAL
In the decision of Mr Damien O’Keefe v Williams Muir’s
Pty Ltd T/A Troy Williams The Good Guys, Fair Work
Australia upheld the right of an employer to dismiss an
employee over a crude and threatening Facebook rant
against a manager that was posted out of hours from
his home computer.
The Tribunal’s deputy president stated, ‘The fact that the
comments were made on the applicant’s home computer,
out of work hours, does not make any difference’.
Remember the pizza worker who took a video of himself
spitting in a pizza? Despite the fact that this was online, this
was still a case for dismissal.
STAFF AND EMPLOYMENT
It’s important to have a social media policy in place so
that your staff members are aware of their responsibilities.
Remind staff not to tag themselves in drunken pictures
that can be traced back to their workplace, or to video
themselves at work.
Did you also know that it is not acceptable to review
social media profiles of employees and candidates without
informing them first? Therefore, you may need to let job
applicants know that their social media profile may be a
decision-making factor in the hiring process.
The rules and laws for social media are still very much
works in progress; however, it is obvious that the law is
taking it very seriously. To stay on the right side of the law,
make sure that you monitor any future developments, as
this can have serious repercussions for your business. C&PM